Tag: Scheduling

Replacing an employee can cost as much as 20% of their yearly salary. The higher up their position is, the more expensive it is. That’s because you need to factor in paying recruitment agencies, covering for the vacant position, and the time lost to those responsible for hiring.

A low employee churn rate is key to maximizing your potential and growth.

When you have a lower employee turnover, you can focus your resources on researching and launching new products and services, improving the working environment, and investing in employees’ development instead.

It also boosts your employer brand, which is crucial if you want to win the war for talent. Brands with a strong employer brand lower their cost to hire by 43%.

But how do you reduce your churn rate?

It starts by looking at the employee journey. How can you improve it? What steps can you make to create a more inviting atmosphere for employees whether they’ve been there five weeks or five years?

Let’s take a look at three important parts of an employee’s journey, and how small changes to them can reduce your employee turnover rate.

Plan your onboarding process for early success

Happy employees are loyal employees. To create this sense of loyalty, you need to make them feel valued. This starts from their very first day.

However, not every company manages this – 42% of employees have no computer or device to work from on their first day. Worse, some employees don’t even have a desk on their first day! While this is only part of the onboarding process, it’s an important part of setting your employee up for success, especially when 20% of employees leave within the first 45 days.

Contrast that to the 69% that will still be with a company three years later if they go through a positive onboarding process, and you can see why a good onboarding process is so important.

A negative experience reflects badly on you: it makes you look disorganized, and like you don’t value your employees.

It’s therefore imperative that you you spend time planning the onboarding process for your new employee before they start. Don’t leave it all until the last minute, as you may find that there are some issues – like purchasing new equipment – that will take days, maybe even weeks, to sort.

Also ensure that their company account and logins for any relevant software are set up before they begin. That way, all they need to do on their first day is click to activate their new account. They can then start using the software straight away.

Once they’re all set up, don’t just sit them down and present them with a list of objectives. Include them in the decision-making process. Have some projects ready for them to work on, but listen to them and ask them what they’d most like to work on, too. That way, they immediately feel like their thoughts and opinions are valued.

The objective of an onboarding process is to help the employee get to know the company, its products, and mostly importantly, the culture and their colleagues.

Everyone in the team should be involved in making the new team member feel welcome. This could include scheduling introduction meetings with the new starter, or assigning them a buddy to give them a tour and answer any day-to-day questions.

Group inductions can be intimidating for new starters, so focus on one-to-one sessions instead. This creates more space for the new hire to ask questions.

Efficient scheduling solutions make organizing these one-to-one meetings a breeze, and avoids the risk of two member scheduling a meeting at the same time. Scheduling meetings before someone starts also reduces any awkwardness over the new hire having to approach people to schedule meetings – it’s all there ready for them when they first start.

Invest in training and mentorship

Training and mentorship are crucial parts of an employee’s progress. They can boost their skills and help them to work out which career path is for them.

For mentors and those conducting training, it reinforces their skills. They can even learn from those that they teach. It’s also great networking for everyone – you never know where your next great opportunity will come from.

Mentorship benefits employees at every stage of their journey. Don’t let the fact that someone is already a manager convince you that they already know everything they need to know. No matter how long someone has been managing for, there’s always a new strategy or technique they can try to motivate their team.

Training can be both internal and external, so be open-minded about the best place(s) for employees to build their skills. The best person to train your marketing team may not be someone who’s been there for years – it may be someone who can offer a fresh perspective on your strategy and help you to keep it relevant as algorithms continue to change.

Conduct exit interviews

Exit interviews are an often overlooked but incredibly valuable part of an employee’s journey. They give you the opportunity to examine why employees leave, and identify areas where your company may be failing them. Without this information, you can’t make positive changes to improve the working environment.

Conducting exit interviews using a framework makes it easier for you to quantify results. You can then pick up on reoccurring problems or praise. The more often something is raised, the more important it is to address.

Some questions you could ask include:

How employees feel about the working environment

What their commute is like

What their relationship is like with their manager

How well they get on/work with their team

Using this information, you can start discussions with remaining team members about any common threads. You can then make informed decisions about how to better suit employees’ needs and (hopefully) prevent more from leaving for the same or similar reasons.

You can also home in on positive comments that are made, finding ways to further enhance these experiences. For instance, if employees benefit from flexible working hours, you could look into allowing them to work from home if they can’t already. If they like how the team encourages self-development, you could look into courses or events for the team to further develop their skills.

Employees are your business’s biggest – and best – advocates. If they share negative experiences with their social circle it reflects badly on you and may even cause you to lose customers. Leaving them with a positive overall feeling is therefore crucial. Exit interviews are just one part of this. Others include how the rest of the team reacts to their departure, handover periods, and anything else that happens on their final day. While you can’t control all of this, exit interviews help to cement your positive employer brand by showing employees that you care about their wellbeing from the start of their journey with you right through to the end.

Conclusion

It’s your responsibility to offer employees opportunities to learn, grow, and be more efficient in their role. Employees will then be more loyal and motivated, and turnover will decrease.

It’s also important to remember that there are many other elements that can impact employee satisfaction. Internal promotions, 360 feedback, and open communications are also key to reducing employee turnover. And don’t forget to make the technology that they need available to them!

These investments and changes to company culture make a big difference. After all, reducing your employee churn rate can be the difference between business growth and stagnation.

Create a better employee experience with calendar sync

Simple, repetitive tasks quickly add up to days wasted every month. This means employees achieve less and businesses don’t grow as quickly as they could.

Discover how automation and calendar sync could save you and your team time (and money!) in our new white paper. Download your copy today!

Like this:

The Employee: Lost in the On-Demand Economy

Why is staff turnover so high? What can I do to improve worker retention? How can I keep track of staff that work off-site?Can I even do anything to improve the worker experience for hourly, on demand and/or off-site staff?

After hearing these concerns from many business owners who schedule and manage remote and hourly workers, I put together a list of core concepts and even unpack a few specific features that will improve worker engagement for event driven businesses that rely on hourly workers.

The growth of on-demand workers dramatically altered the classic employer/employee relationship. In the past, workplace relationships were built nourished by employers and employees sharing time and space. Loyalty and accountability were natural extensions of the relationship. It was not uncommon for people to hold the same job for ten years or more. In the new worker paradigm, hourly workers are assigned event based shifts by catering, hospitality, security, promotions, fashion, and staffing agencies. Event duration can be a couple of hours and event frequency can be irregular. Loyalty, communication, and accountability often suffer as collateral damage of this new worker paradigm where the employer and the employee have minimal interaction, irregular schedules and few points of contact.

Tech to the Rescue

Technology solutions can benefit business owners and workers. Software will save your business (large or small) time and money, by automating processes and providing business insights to make more informed staffing decisions. Empowering workers by providing them with a mobile technology platform will lower absenteeism, reduce churn and improve productivity.

1. Mobile Automated Scheduling Solution

Manual scheduling can be a hassle. Workers have to sift through emails, text messages, calls, and/or excel sheet and then keep track of their personal schedules for their shifts for multiple non-recurring events at different sites.

To address this pain, employers should find a mobile solution that automates much of the scheduling process. Here’s why:

Mobile Today’s workforce is mobile first, you have to meet workers where they are: on-the-go and on their phones.

Retention If a comparable alternate employer offers an easier process for scheduling, onboarding, and keeping track of events – it will be more difficult to retain good talent.

Control Offering on-demand workers the option to accept and decline shifts to comply with their scheduling needs, offers hourly workers more control over their upcoming schedules.

Convenience Providing a platform and dashboard where the booking requests and confirmed gigs can be easily accessed removes much of the burden of scheduling from hourly workers.

Reminders Being able to easily schedule events to a mobile calendar and set reminders can reduce absenteeism.

2. Improved Communication

Workers that work hourly shifts can find it hard to keep track of their employer, manager and/or team. Working one-off events with different teams makes it difficult to feel connected.

Even in a scenario where it is hard to feel connected, if you choose the right platform, a mobile app will improve communication between workers and management and benefit all parties. Here’s how:

Familarity Managers that have access to staff profiles + photos can help develop familiarity enjoyed by people who have worked together for longer periods and improves managers’ ability to create a more pleasant team environment.

Teams Having an easy way to connect with fellow workers and managers helps teams build emotional connections, trust, and respect. Stronger teams do better work.

Complaints Creating a method to report issues or concern to management via a mobile app normalizes the reporting process, providing a comfortable and convenient way for workers express concerns which increase worker appreciation and loyalty.

3. Accountability

It’s easy for hourly workers that work off-site to feel removed from the business.
Giving contingent workers access to a system provides workers with a sense of accountability so they will be more likely to achieve their goals.

Brand Providing workers access to a dashboard, allows businesses to remind workers of their brand.

Accuracy Tracking time is a burden for workers and managers alike. Providing workers with a mobile solution with GPS check-in/check-out will track hours with greater accuracy.

Feedback Having a mobile app is a great way for businesses to ask workers for feedback allowing businesses to harness the collective ideas and feedback of staff that are on the front lines of the business. Feedback is also a great opportunity for businesses to demonstrate to workers that they value worker input and insights. When workers feel like their voice is heard, their investment in their work increases.

Rating Another option to increase accountability is to utilize a rating system, built into mobile a workforce management solution. Knowing managers will evaluate worker performance, gives workers incentive to improve and excel.

Adapting a mobile solution will improve team communication, satisfaction, and efficiency.

About the Author:

With web software for business owners and a mobile app for workers, Ubeya nails scheduling, communication and workforce management, empowering business owners and workers alike. Ubeya accommodates custom shifts for 1000s of workers in catering, staffing agencies, and other event driven businesses.

Like this:

Some of us may even spend more of our waking hours with our colleagues than our families.

It’s therefore important that our working lives leave us happy and fulfilled.

Sadly, studies show that one in four of us will suffer from a mental health condition in our lifetime.

Spending so much of our waking time at work, it’s inevitable that work will affect our mental health.

Too much pressure or long-term stress can cause employees to burn out, leaving them with less energy to function in and out of work.

Too little work – or a lack of stimulation – can also lead to stress. Employees feel under-fulfilled, like they’re wasting their time, and want to be anywhere but at work.

The more stressed employees are, the less work they get done, and the more businesses suffer.

Embracing technological innovations puts employees back in control of how they spend their time at work and greatly reduces the risks of stress and burnout.

Here are four ways technology can make employees feel more fulfilled, and help to prevent workplace stress.

Organize and coordinate schedules

Trying to find a time when a team can meet to discuss something important can often take as long – sometimes even longer – than the meeting itself.

If it’s an important or last-minute meeting, trying to get everyone together can cause employees huge amounts of stress.

There’s always a risk of someone being double-booked because they didn’t check their calendar before agreeing to a suggested time.

This then causes more stress because the meeting needs to be rescheduled.

Calendar connectivity means that this process can be automated, preventing double-bookings and avoiding any stress the process could cause.

Instead of long email chains or back-and-forth phone calls, the person organizing the meeting can tell the software whom they need in the meeting. It can then suggest a list of times when everyone is free to meet. If calendars are set up for bookable resources such as meeting rooms or parking spaces, it can incorporate this into its calculations too.

Connecting an employees’ calendar to HR software also means that they don’t need to switch between applications to keep track of their schedules.

Speed up and streamline complicated processes

On the surface, organizing interviews seems like an easy process, but with so many candidates and interview panellists to coordinate, it quickly becomes laborious.

Hiring managers can spend as many as 20 hours a month organizing interviews.

Automating this process gives hiring managers more time to spend on other tasks, saves interview panellists from having to constantly flit between their calendar and emails, and allows candidates to book their interviews discreetly.

Another process that can be automated is the organization of staff appraisals. In large organizations, this process can be particularly time-consuming.

However, when employees are calendar connected, software can work out the best times for an employee to meet their manager and automatically add the appointments to their calendar. No matter what size their team is, the process is instant.

Offering training programs for employees to expand their skills further breaks up the tedium of the daily routine.

Training programs don’t just have to take place at work, either.

There are thousands of online courses out there, and many of them are free.

Many industries also have their own courses or week-long events that employees can attend to network and get a change of scenery.

Giving employees new ways to learn and grow helps to spark new ideas that they can bring back to the workplace.

Learning new skills is also an effective way to prevent stagnation and keep employees interested in their work.

Monitor employee wellbeing

Looking after employees is a key part of HR.

New technology means HR teams can track how employees feel and gain an insight into how different teams work.

They can also encourage employees to get up and get moving by offering incentives such as fitness trackers.

Communication tools such as Slack give employees the opportunity to keep in touch whether they work in the same building or different parts of the country.

Tools like this can be key for managers and HR staff to keep informed of how employees are getting along, particularly if they work remotely full- or part-time.

Let employees take control of their schedules

The more things a person has floating around in their mind, the more difficult it is for them to organize their thoughts.

When employees have a lot to do and nowhere to organize their time, it’s inevitable that something will be forgotten.

Taking advantage of technology allows them to use it for everything from creating to-do lists in Trello to tracking customer queries in Zendesk.

Giving employees somewhere they can make a note of everything they have to do means that they spend less time trying to remember everything and more time getting things done.

The technology you provide for your employees matters

Richard Branson once said that if you “look after your staff. They’ll look after your customers. It’s that simple.”

When employees feel overwhelmed or overworked, they’re less productive and less able to help a business to grow.

Employees are what make a business a success.

Choosing the right people is crucial, but that’s only part of it.

If you don’t look after them, they won’t be as good to your business as they could be.

By nurturing employees, making them feel appreciated, and giving them opportunities to learn and grow, it not only benefits them, but the business, too.

The more knowledge employees acquire in their industry, the more they can use this to create a better customer experience and increase company revenue.

Like this:

Today’s Human Resources departments have been irreversibly transformed by technology and the evolution of a global economy. These changes have brought about many key challenges facing modern HR departments, including management changes, organizational effectiveness, and development. The key to facing these challenges effectively is improving communications. Strong communication processes allow an HR department to manage change on the fly, know who to train and what to train them on, and improve the organization’s overall effectiveness.

Here are five ways you can use SMS to communicate better and solve some of the key challenges plaguing the department:

Scheduling

Managing schedules is difficult, especially when they’re constantly changing. Using SMS is a great way to send out employee schedules quickly. You can send out notices if a particular shift needs to be filled, or if there’s an overtime request. Employees can even use short codes to request their schedule for a specific pay period or request a day off.

Sending Meeting Reminders

If you’re trying to schedule annual benefits review meetings, performance reviews, or any other meetings with an individual or a group of employees, SMS reminders will ensure that they don’t slip through the cracks. A canceled or delayed meeting wastes time for both HR and the employees and delays the transfer of valuable information. A quick reminder helps keeps meetings run on-time with minimal additional costs, making it a simple way to improve efficiency.

Forwarding Critical Messages

It’s important to have a plan for communicating messages that are time-sensitive. For example, if your office is closing for the day due to inclement weather, people need to know not to try braving the roads to come into the office. Perhaps there’s a memo that demands the attention of all employees or an all hands-on deck meeting announcement. No matter what the specifics are, you need a way to reliably reach out to everybody quickly.

With an open rate of 97%, SMS text messaging is a great option for your emergency communication process. Even more importantly, over 90% of SMS text messages are opened within three minutes or less. When you have a message that absolutely needs to get to everybody quickly, SMS can’t be beaten.

Gathering Feedback

Gathering employee feedback is important for a couple of key reasons. First, you’ll have the chance to address employee concerns and increase retention. Just as importantly, you’ll be able to use employee and management feedback to determine skill and learning gaps in your organization. This information should be used to identify areas for an individual, departmental, and company-wide training.

Text messaging is the perfect platform to send out these surveys. They’re simple to put together and can be sent instantly. Employees can respond with quickly and multiple-choice questions can be tabulated on the fly.

Motivating and Engaging

The happier your employees are, the harder they’ll work for you. If you have good company news to share, send it out in a mass text message. Throughout each week or month, send one or two quick motivational messages. You’ll be able to keep everybody informed and motivated without any hassle.

Creating employee schedules, gathering feedback, and motivating the workforce are some of your most important tasks. By following the advice laid out above, you can use SMS to make your job easier and help your department communicate with employees more effectively. In the end, this helps you improve the entire organization, from top to bottom.

For more information on how integrating an SMS software can boost HR communications, click here!

Once upon a time, the HR market was dominated by a few big name players. The likes of ADP, Oracle, or SAP were the main choices available to businesses, large and small. This has all changed, with cloud HR solutions becoming mainstream, and a raft of new entrants shaking up the status quo.

To find out more about exactly what criteria small to medium businesses in different countries are using to select their HR solutions, we turned to data from GetApp users to find out which were the most popular apps.

We found that businesses of 1-50 employees favor cloud-based HR software from startups like themselves, that are new to the market but that promise innovation, and simple pricing plans – often with freemium option.

There is some continuity with businesses of 51-500 employees, with these size of businesses still choosing smaller HR outfits, but ones that have more of a presence in the market, such as Jobvite and Greenhouse.

As businesses grow, it makes sense that they would favor companies that cater towards that end of the market, and that is exactly what we saw with GetApp users of 501-1000 employees. Another interesting trend was this was the first learning management systems featured among the most used apps.

In terms of country HR software usage, British and Canadian users favored apps either based in their own country, or that had a strong presence there.

HR software usage trends

With this in mind, we at GetApp – a startup ourselves with an agile, cloud-based HR system – wanted to find out just whether this would hold true for for our users – whether small businesses in different countries are really choosing these new entrants to the market over the big-name brands.

To test this theory, we used data from the “I Use This” feature on the GetApp website (screenshot below) to find out what is the most popular HR software among our users. (For a detailed methodology on the way that we collected and analyzed this data, see the methodology section at the bottom of the article.)

The approach we took to this was two-pronged: we looked at apps used by different business sizes – varying from solopreneurs to companies of up to 1000 employees – and also at software used in different countries (the U.S., UK, and Canada) to see what insights we could glean.

Companies with 51 employees and more look for more well-known HR names, combined with innovation

Businesses are still adopting point solutions for areas such as recruitment, rather than all-in-one HR apps

Adoption of learning management systems is much higher in companies with more than 500 employees

Outside of the U.S., companies favor local HR solutions.

Most popular HR software by business size

When splitting HR app usage according to business size, what became apparent was that there is no clear market leader for companies of up-to 1,000 employees. Each size of business had its own preferences, with no runaway leader in any category. This differs from other industries such as accounting, where a few big-name vendors dominate.

There is also no mention of the legacy HR heavyweights that were initially built on premise, such as Oracle, ADP, SuccessFactors (now part of SAP) – or newer cloud-based market leaders such as Workday. Halogen TalentSpace is the only HR app popular among GetApp users to feature in analyst firm Gartner’s Magic Quadrants for HCM or Talent Management, which are focused on the enterprise market. Businesses across the board (up to 1,000 employees) are favoring newer, native cloud software for the HR market.

Where we can see a trend start to emerge is in the type of HR apps used by businesses of less than 50 employees, compared to companies of 51-500, and then again with organizations of 501-1000 employees. We’ll dive into these trends in more depth now.

Businesses of 1-50 employees: startups for startups

When looking at the apps used by businesses of 1-10 employees and 11-50 employees, the most used HR software is consistent, with Zoho Recruit, Breezy HR (formerly Nimble HR), Workable, and Crelate Talent all featuring in the top five for both company sizes.

Delving more deeply to find out why this may be, we noticed that all these HR apps all recent entrants to the market. Breezy HR was founded in 2014, Workable in 2012, Crelate Talent in 2012, and while Zoho as a company was founded in 1996, Zoho Recruit was a more recent addition in November 2009.

All of these apps are natively built for the cloud, cater to small businesses, and market themselves as relatively straightforward and simple software.

Pricing options

Another similarity with the most popular HR software for businesses of 1-10 and 11-50 is pricing. Several solutions offer a free option with limited features, making them useful for startups and small businesses with budget constraints.

In terms of Zoho Recruit pricing, it currently (as of April 2017) offers a free plan for one recruiter with basic ATS functionality, such as scheduling interviews. Even for the most expensive price plan, it’s only $50 per recruiter per month. Zoho can also be seen as a safe pair of hands, with its long company history and large suite of products.

Breezy HR keeps its pricing plans simple, with all of them including unlimited users and candidates. The plans differ according to the number of active jobs. As of April 2017, for one active job, the HR app is free.

While Crelate Talent doesn’t offer free options, its pricing is affordable for small businesses.

Hiring platform Recruitee – one of the most used apps by businesses of 11-50 employees- doesn’t offer a free version, but has competitive pricing options covering the varying needs of different company sizes. It’s still a very new company – set up in mid 2015 – but has already been garnering a lot of positive coverage in publications such as Entreprenuer and Inc.

Workable doesn’t cater solely for this end of the market, but its simple tools, mobile-first approach, and raft of integrations make it an attractive choice for small businesses.

All-in-one HR

Zenefits is the only piece of software on the list (third most popular HR app by businesses of 1-10 employees) that isn’t strictly targeted at simplifying recruiting or talent management. While it originally focused on benefits management, it has since expanded to cover onboarding and employee scheduling. Despite experiencing several scandals and setbacks in 2016, Zenefits emerged as the most well-funded HR tech company in 2016.

Key takeaway: Businesses with less than 50 employees broadly go for the same kind of HR apps that are cloud-based, have affordable pricing plans (often with a free version), and are relatively new to the market.

Businesses of 51-500 employees: innovative new entrants

As the business size grows, the trend swings towards HR software that, while more established than the above startups, is still making waves in the industry due to its innovation and high-profile customers. The most popular HR software for this company size also caters for a wider range of business sizes than the favored apps for businesses of 50 and under.

Jobvite and Greenhouse are two applicant tracking and recruitment apps that are popular with companies of between 51 and 1000 employees.

While Greenhouse is a relatively new entrant to the market (founded in 2012), thanks to a raft of positive media coverage and some high profile customers (Airbnb, Evernote, and Pinterest), it has already made a name for itself in the recruitment industry. Part of Greenhouse’s strategy is based around having an open platform that easily integrates with any other tool you might use for recruitment.

Analytics-driven recruiting platform Jobvite has been around longer (since 2006), and is aimed at both small businesses and enterprises. The app also boasts an impressive client roster, including LinkedIn, Spotify, Etsy, and Verifone. Jobvite’s product offering aims to cover everything from sourcing to hiring to onboarding.

The company continues to innovate by partnering and adding new features, such as integrating with Accurate Background services to allow companies to carry out employment background checks, drug testing and verification services from within Jobvite.

Workable is the one constant across businesses all the way up to 500 employees, as it is another app that caters for a wide range of business sizes.

HR suite adoption

One trend that we see solely with businesses between 51 and 200 employees is a higher adoption of all-in-one HR suites, with BambooHR and Namely both ranking in the top five.

This contrasts with the higher adoption of recruitment and talent management suites among smaller businesses, and a focus on learning management systems in businesses of more than 500 employees (more on that later).

Key takeaway: Businesses of 51-500 look for software that caters for a wide range of business sizes, and that may already have well-known clients. They also put more emphasis on all-in-one HR systems.

Businesses of 501-1000 employees: household names

The trend we see as company size increases is to go for software from more established companies that have been on the market for longer. One example of this is Bullhorn, which is favored by companies of 500 employees and over. Bullhorn originally made a CRM for staffing and recruiting firms, before moving into applicant tracking systems.

Further evidence of this is Halogen TalentSpace, which is the fourth most popular app among companies of 201-500 employees. This software, which came to market in 1996, is regularly named as a visionary in Gartner’s Magic Quadrant for talent management. Testament to its success, it was acquired by Saba in early 2017.

Another data-driven recruitment app that is popular with larger businesses is JazzHR (fourth most popular among businesses of 501-1000 employees). Formerly known as The Resumator, it positions itself as a scalable recruitment system, suitable for small businesses but also applicable for growing companies.

Emergence of LMS

Learning management system software makes its first appearance in the most used apps among companies of 501-1000. Mindflash and Accord LMS’s appearance on the list at this points suggests that smaller businesses may be slower in their adoption of LMS.

Key takeaway: Businesses of 501 employees and up tend to favor more well-known and established HR software, and they also start recognizing the importance of learning management systems.

Most used HR software by country

Using data from the U.S., UK, and Canada across all businesses from 1-1000 employees, we found that Breezy HR and Zoho Recruit were particularly popular among GetApp users in all three of these countries.

Zoho Recruit was a favorite in both the U.S. and U.K. (even placing just out of the top three in Canada), while Breezy HR was popular among users from both the U.S. and Canada.

America first

Given the wide range of choices for apps headquartered in the U.S., it was interesting to see India-based Zoho Recruit there in addition to U.S.-based Breezy HR and Crelate Talent.

Canada’s choices

Looking at the choices for Canada, Toronto-based hiring solution Fitzii is popular among businesses in this country, suggesting that there is a preference for local software providers in the HR market, or at least those that have a strong presence there.

Further confirming this, Bullhorn is the second most popular HR software in Canada. While it may not be based in Canada, it has a strong presence in the country, through its partnership with Workopolis, which is Canada’s leading career website. It also already provides applicant tracking functionality to many leading firms based there, and has an office in Vancouver.

UK-based software

In the UK, aside from Zoho Recruit, Workable and Calamari leave management software are the most popular HR software in the country. While neither of these companies are British, both were founded in Europe and have a strong presence in London.

Workable was founded in Athens, but opened an office in London shortly after, before expanding to New York, Boston, and now San Francisco.

However, a plethora of British-based HR software companies such as CakeHR, CIPHR, WeThrive, PARIM, and Findmyshift just missed the top three position, further highlighting the preference for local companies in the market.

Key takeaway: In markets outside of the U.S., countries are showing a strong preference for local software to help manage recruiting and HR needs.

Conclusion

Our findings from analyzing data from GetApp users indicated that the original hypothesis was true: that small to medium businesses in the HR space are opting for new entrants to the market over the more-established brand names, and that they are choosing apps built for the cloud.

Our data also indicated that these companies prefer HR apps based in their own country, or that have a very strong presence there.

If, after reading this report, you’d like to invest in a cloud-based HR app for your business size or from your country, we can help. Here are the next steps.

For a full list of the most popular HR software in these categories, or to reuse any of the charts above, please contact karen@getapp.com.

Methodology

To put together this report, we analyzed data from signed in GetApp users that had selected the “I Use This” option for a particular app on the site. We counted the number of individual users that had selected these apps and segmented according to business size and country. The sample size for each segment differed and we used absolute numbers on our graphs to represent the most used. We then looked into the three most used apps per country, and five most used per business size.

APPLICANT TRACKING SYSTEMS

BreezyHR

BrightMove Recruiting Software

ATS

One of the few ATS offerings with publicly available pricing, BrightMove is highly touted by its users as responsive to new ideas. In fact, you can suggest new features and vote for them, with the features that get the most upvotes moved into the development queue.

Bullhorn

ATS | CRM

A staple of the ATS market, Bullhorn has many enterprise customers and large recruitment agencies as customers. It has many fans among those who use it on a daily basis but note that the price point is definitely geared towards larger customers.

Crelate

Greenhouse

ATS

Lauded for its intuitive user interface and beautiful design, Greenhouse receives consistently positive reviews by everyone who adopts it. In addition, they have an iOS and Android app that lets you use it on the go.

Jobscience

iCIMS

ATS

Founded in 1999, iCIMS is a tool that is widely used by both recruiting firms and internal recruiters. Given its longevity, it is clearly well liked by many although there are some who complain that it could use a refresh.

OpenCATS

ATS

Although it does not have the prettiest user interface, it does have one feature that sets it apart from every other ATS on the market – it’s free. As the only open source ATS currently available, users (at least those with development backgrounds) can have direct input into new features without paying a dime.

PCRecruiter

ATS | CRM

One of the earlier entrants to the ATS game, PCRecruiter, founded in 1998, receives positive reviews from its dedicated user base for its customer service and willingness to continually update the product.

Recruitee

ATS

Known for their incredible customer service (their founder replies to emails on Sundays), Recruitee takes collaborative hiring to the next level: everyone in your team from the least tech-savvy to the most nerdy can work on hiring together with this cloud-based ATS. In addition, Recruitee provides beautiful careers sites for your employer brand as well as candidate-friendly application forms that you can fully tweak.

Workable

ATS | Sourcing

Workable is noted for its full feature set, easy learning curve, top notch customer support and a new sourcing tool called People Search. They also offer a $50 per job per month plan for recruiters who have less burdensome hiring needs.

Hiretual

Contact Finders

A free Chrome extension, Hiretual is raved about by sourcers and recruiters for its ability to consistently cut down on the time required to find talent and their contact information. It is free for 15 contacts per month before increasing to $59 per month (billed annually) for 200 contacts per month.

Hound by Jobjet

Hunter

Contact Finders

Hunter is a bit different than other email sourcing tools as it can find all available emails on a given domain and also verify emails, in addition to the features you expect from a standard contact finder.

Prophet

Contact Finders

Prophet is a Chrome extension that allows you to visit the Twitter, Facebook or Google+ page of a person and find emails and phone numbers. It comes with 15 free credits per day and you can get more by sharing data with the community or purchasing them. Note that the company does not have a website.

RECRUITMENT MARKETING

Beamery

Recruitment Marketing | CRM

Beamery connects to all of your other recruiting systems and gives you one system to manage and engage every candidate that touches your brand – past, present or future. They help companies nurture passive talent and build a pipeline for future roles.

Clinch

Recruitment Marketing | CRM | Sourcing

Clinch is a robust platform that combines recruitment marketing, a CRM, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration and robust analytics.

Phenom People

Recruitment Marketing

Offering many features similar to its competitors, Phenom People’s main differentiator is its unique ability to turn visitors to your career site into potential applicants even if they don’t fill out your job application.

SmashFly

Recruitment Marketing | CRM

SmashFly’s Total Recruitment Marketing Platform and Services proactively markets an employer brand and jobs through every recruiting channel using marketing automation technology and modern marketing practices. It empowers companies to attract the right people to their organization using the art and science of fit, enabling companies to generate leads and nurture relationships to hire faster and more cost-effectively. It is ATS-agnostic, integrating with your current system to provide a complete view into the candidate journey, from first source all the way to hire.

SCHEDULING

10to8

Scheduling

The free plan of this tool should be sufficient for many recruiters as it allows for 100 appointments per month and includes SMS notifications, a feature not offered at the free level by any competitors.

Calendly

Scheduling

Loved by its users for its simplicity and rock-solid integration with all popular calendars, the free version of Calendly will be sufficient for many recruiters who want a simple scheduling tool that reduces back-and-forth emails. The paid version can be integrated with additional tools you might use such as GoToMeeting and many CRMs.

ScheduleOnce

Scheduling

This is a tool for the recruiter with more complex scheduling needs. The higher-priced tiers, while slightly expensive compared to the competition, have features such as pooled availability and master booking pages, that are ideal for environments where you will be scheduling more than just one-on-one meetings.

SimplyBook.me

TimeTrade

Scheduling

TimeTrade invented the online appointment scheduling industry in 1999. The company’s secure, cloud-based solution meets the customer and client engagement needs of large enterprises as well as mid-size and small businesses. Thousands of companies—including 500 of the world’s top brands—rely on TimeTrade’s technology for their scheduling needs.

Vyte

YouCanBook.me

Scheduling

While the free version of this software is not heavily advertised on their sign up page, it may have enough features to tide you over until you want to pay for more advanced tools such as appointment reminders, padding appointments and Zapier integration.

SOURCING

Broadbean

Crystal

Sourcing

Crystal scours the Internet for every piece of information on your candidates and coaches you on how to write emails that are tailored to their communication style. This ensures that the people you find for your client are more likely to respond.

Hello Talent

HireKeep

Sourcing

Post your job on HireKeep and their algorithm will determine which candidates meet the “affinity threshold” to match with your company. The software will even schedule interviews with those who have matched.

HiringSolved

Sourcing

HiringSolved offers features that are not common in sourcing tools including Diversity Search (a tool to help increase workplace diversity), Scan (automatic updating of outdated records in your ATS and CRM) and Verticals (algorithms designed to find candidates in specific industries).

Data Miner

Other | Sourcing

A data scraping tool like Data Miner can be used in many powerful ways by a recruiter. For example, if you need Javascript developers, you can find a list of conference attendees for a Javascript conference, scrape the data and upload it to your CRM or ATS.

IFTTT

Other

Although not specifically geared towards the recruiting market, IFTTT lets you create “applets” that combine different services together. For example, you can get an e-mail notification when a LinkedIn contact changes jobs.

Populate

Other

Populate keeps headcount data in one place so that managers and stakeholders can review and approve headcount or budget changes and you can review your analytics to help with your comprehensive HR strategy.